Interviewing skills
-
Upload
karolina-mlenko -
Category
Technology
-
view
32 -
download
0
description
Transcript of Interviewing skills
![Page 1: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/1.jpg)
Interviewing skills
![Page 2: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/2.jpg)
Flow of the session
![Page 3: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/3.jpg)
Interview Statistics• 40% of respondents had declined an offer because of a poor interview
experience• 69% has experienced no response or feedback after an interview• 42% had experienced discrimination in an interview• 30% had experienced rudeness in an interview• 22% had been asked inappropriate questions with respect to such
things as marital status, weight, dating habits and sexual preferences
The report further reveals that of those people
who experienced a bad interview,
81% of them told up to 10 people about that experience (same level as customers feedback)
Source: Chandler Macleod
![Page 4: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/4.jpg)
Interviewing skills
• Skills which help you to conduct very well and smoothly interview with candidate
• Skills which ensure satisfaction from interview to both side- recruiter & candidate
• The most important 2 skills for interviewer : listening and ability to ask good questions
![Page 5: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/5.jpg)
Listening
• Good interviewer should listen very carefully – very often candidates are giving important information between words - indirectly. Interviewer role is to catch it ask another question if it’s important.
• If you are listening carefully you can smoothly move to another competency/skill/attitude which you need to check in candidate and keep the flow of interview (!)
![Page 6: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/6.jpg)
5 levels of listening
Listening involves hearing Listening involves hearing what is being said, observing what is being said, observing your intuition and noticing your intuition and noticing
the non-verbal signals the non-verbal signals
![Page 7: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/7.jpg)
Halos and horns
• Halos - factors which influence to our judgement during interview. It influence in good way of our perception of candidate- candidate looks better than reality and everything what she/he tell will be amazing
• Horns – Factors which influence in bad way of our perception and judgement of candidate during review board. Candidate even if answer properly and showing that has skills impression will be worse.
![Page 8: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/8.jpg)
Halos and Horns Influences
Filter
Beliefs
Values
Generalisations
Deletions
Distortions
Attitudes
Sensory inputs:VisualAuditoryKinaestheticOlfactoryGustatory
Physiology/Physiology/FeelingsFeelings StateState BehaviourBehaviour
![Page 9: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/9.jpg)
To consideration
• Consider what are your halos & horns influencers?
• What makes you see something or someone positively or negatively? Stereotypes? Past experience? Information about this person which you got eralier? Appearence of this person?
• How does this impact the way in which you interview?
• Example: person who we already know or have information about his/her work. Halo because we know this person and we have emotional connection with candidate. Horn because we heard something bad about this person, about his/her past (we don’t think that this person can change).
![Page 10: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/10.jpg)
![Page 11: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/11.jpg)
![Page 12: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/12.jpg)
Asking good questions
• Good question?- is a question for which answer will give interviewer truly information about candidate and check what we wanted to check
• Open questions
![Page 13: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/13.jpg)
How to ask questions?
• Strive to ask questions which will check candidate past experience
• Use:
• Give me an example of situation when you had to …
• Tell me about situation when …
• ….? Reply based on a situation from the past.
• When we are asking What will you do if .. we are receiving the ideal behaviour and mostly things that we want to listen as a recruiter- but reality could be different
![Page 14: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/14.jpg)
Open and Closed Questions
Closed Questions
Used to confirm understanding and to clarify details
• Use when, who, where• Beware of using why• Expect short answers • Use for clarification or
confirmation
Open Questions
Used to engage the imagination and focus the mind
• Use what and how• Beware of using why• Keep them short • Looking for a long answer, that may require some thought
• Allow for silence for thinking time
![Page 15: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/15.jpg)
Advanateges & DisadvantagesOpen questions Closed questions
• The onus is on the respondent rather than the questioner to do the talking,
• Questioner can focus more on listening.
• Especially useful when fact-finding, the open question invites the expression of ideas, views and opinions and encourages people to speak.
• More difficult to answer than closed questions
• Result will require more thinking-time
• Can be time consuming.
• Useful to identify common facts and enable you to retain control of the conversation. • Quick to ask and answer and the responses are easy to analyse. • Appropriate when specific responses are required.
• Difficult to create a dialogue and can lead to a feeling of interrogation if there's a series of closed questions with no opportunity to expand on opinions or views.
![Page 16: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/16.jpg)
Effective questioning
![Page 17: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/17.jpg)
![Page 18: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/18.jpg)
Model STAR
• The most common model of answering the question
• You can suggest this model to answer questions (especially in recruitment for higher positions- Leaders, EB)
• First candidate describe a situation he/she faced or task that was given to him/her. Next, candidate describe the actions he/she took. Finally, describe the results he/she achieved.
![Page 19: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/19.jpg)
Difference between situation & task
• In “situations” you have more power to solve problems and pursue opportunities your own way. Part of the creativity involved may be recognizing that there is a situation in the first place. - better for TLP
• “Tasks” are typically assigned to you to do in a predetermined way. Even with tasks, however, there is plenty to talk about: you can describe how you applied your skills effectively, invented new ways of performing the task, or even discovered how to eliminate the task completely to improve efficiency. – better for TMP
![Page 20: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/20.jpg)
Example
• Q: Our salespeople are expected to find creative new ways to build their territories. Tell me about a time you used your creativity to build sales.
• A: [Situation.] When I first joined the company, I was managing five in-house salespeople, whose morale was very low. They did the bare minimum and went home for the day. But I saw a lot of potential in them and knew we could do better.
• [Actions.] So I thought, “How can we make this fun?” I had a budget for incentives that we weren’t using. I asked the team members what incentives they would find fun. Everyone was interested in taking a trip to Cedar Point, and that fit the budget perfectly. So I said, “If we can double both the team’s call volume and sales volume, we will all take a two-day trip to Cedar Point.” I put a big graph out for everyone to fill in their number of calls each day.
• [Results.] The change in morale was instantaneous. Everyone got in the groove and started having real fun with their work. Call volume went up 60%, and sales volume went up 75%. In addition, the team started establishing their own incentives and sales goals. One small change made a big difference.
![Page 21: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/21.jpg)
How to prepare to good review board?
1. Consider what kind of person do you need in organisation -> skills, attitude, abilities and write it down to remember :)
2. Check needed JD and create/check personality/ profile member !!
3. Read carefully application and make notes what is already checked
4. Collect information about this person – what would be important to check during RB – especially for higher positions
5. Choose 4-5 attitudes/skills/values that you want to check during interview - you can't ask for everything during 45 minutes call
6. Prepare questions in reference to CV and selected factors
![Page 22: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/22.jpg)
Questions in Interview
• Questions must be consistent for every candidate• Ensures consistency and fairness
• Enables easy comparison between candidates
• Easier to structure feedback afterwards
![Page 23: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/23.jpg)
Take care about details
• Don’t forget about priopriate room preparation
• For longer interviews (more than 1 hour) prepare water for interviewers and candidate
• Smile, make eye contact,
• Remember about active listening
![Page 24: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/24.jpg)
DO AND DON’T
DO• Prepare thoroughly
• Screen candidates fairly – get a 2nd opinion
• Interview with someone else
• Have breaks between interviews
• Write up notes immediately
• Give feedback to all candidates – written if possible
DON’T• Prepare less for an internal candidate
• Interview more than 4 people in a day
• Allow interruptions
• Offer the job “on the spot”
• Forget to have lunch or snacks
• Allow your Halos and Horns to interfere
![Page 25: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/25.jpg)
![Page 26: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/26.jpg)
Thank you for your attention
![Page 27: Interviewing skills](https://reader033.fdocuments.net/reader033/viewer/2022051610/549582d5b47959b0658b47dd/html5/thumbnails/27.jpg)
Presentation prepared based on
• Interview techniques by S. van der Burgh
•Key corporate services by Matt Rouge